The Center’s Training, Curriculum, and Information Design staff turned out in force on August 18-19, along with key stakeholders, for a two-day training in the SAM development model in order to create stronger, memorable, more siteseffective training in person and online.

The SAM, or Successive Approximation Model , method was created by Michael Allen and Richard Sites, of the Allen Interactions firm, and relies on early meetings with a diverse group of brainstormers who create iterative prototypes. These “Savvy Starts” with iterative prototyping challenge designers to find the best way to train a topic before investing capital and time in production.

Sites came to Columbia and led an engaging and challenging training that has energized the staff. Curriculum writer Casey Carroll says, “I’m excited about the higher levels of learning that we’ll be able to facilitate with closer collaboration in early stages of development.”

In fact, just days after the training, staff are already making use of what they learned. A fundamental principle of the method is to focus training on situating training in the context in which workers do their jobs. As trainer and author Richard Sites explained, it makes the training more memorable and better prepares the worker for fieldwork.

After learning this, trainer Tacita Sumter scrapped her first plans for a training and started afresh, by basing scenarios in the context the trainees would be acting in: “Using context gave me a good starting point―it brought me from a wide view down to the worker’s perspective in the field. What do they need to do? I moved from just imparting knowledge to giving them choices to make and actions to take. I feel like it’s more likely they’ll know what to do when they get out in the field―because they’ve done it already in training.”

The Center exists to support those who help children and families and we welcome the chance to grow and extend our effectiveness to further our mission. We see the SAM method as a big part of keeping us at the cutting edge of training development and implementation.

Center Interim Director Cindy Flynn says of the new method: “Our goal is for participants to take the skills they learn during training and immediately apply them to their work. This new model of instructional design enables us to produce that type of training because it really focuses on learner behavior in the workplace.”

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